Unbalanced Force

One issue facing law enforcement agencies is the use of force. Nonetheless, I will make use of actual scenarios to explain the levels of force used in accordance to use-of-force continuum guidelines.

The use of force is inevitable in police work. In many situations the lives of officers or civilians can be taken by not using force when necessary or using it improperly. Many factors come into play when an officer decides to use force. This includes is the use of force justified, has the officer been properly trained to use force, and will the department be held liable if the force is used improperly?

The major trend our group noticed was that trial two in theory was supposed to be have a higher velocity than the rest of the trials because more force was supposed to be applied to the cart. I believe that when we switched people to perform each trial, there was a difference in force applied thus impacting our data. We also noticed that time played a role in giving trials higher velocities.

In the article titled “ Maybe We All Need a Little Less Balance” written by Brad Stulberg,

Unreasonable force by police Arrests by force is not unconstitutional, or illegal. If the manner of the arrest was reasonable and the amount of force was reasonably necessary, then the arrest by force, and the use of force during the arrest, is justified. The public’s opinion about force is very distorted since it focuses on unreasonable usage of force when an arrest is being made. The definition of “unreasonable force” is one not named in Black’s Law Dictionary, however it could be stated that unreasonable force is the use of force by a police officer that a reasonable person would find excessive under the circumstances.

In creating a force field analysis, I first had to look at the presenting problem of what I plan to change within my agency. For my field practice assignment, I am working in conjunction with my supervisor (Assistant Director) and the Director of the program on implementing changes to the provider’s contract. There are many policies and procedures that are being violated on the provider’s end of the contract that are in turn causing violations with the Department of Health and A.C.D. (Agency for Child Development).

Police are often criticized for being a reactionary force, how can that reality and perception be turned around to a proactive force?

Reduction in force or RIF is a policy that governs the way employees in public school systems are released due to a loss of funding, shortage of work, reorganization, or outsourcing (“Reduction in Force”, 2011). According to the Shelby County RIF policy, during the RIF process noncovered employees would be released before covered employees are released (“Reduction in Force”, 2011). The Mayor would communicate directly to the Director of Human Resources and an action to implement the RIF procedures will be initiated. The Mayor would include the reason for the RIF and in addition, the date the proceedings will begin. According to the Shelby County RIF policy the plan shall include: A statement of the circumstances requiring the reduction

The current use of force continuum that many deploy can actually confuse some officers; this use of force continuum adheres to the one plus one theory. This states that officers may use force equal to the level of resistance being met or they may go up one level if they can articulate that they either tried the equal level, which failed, or we know the equal level would be ineffective. Below is the current model that many departments follow:

Regional Aligned Forces (RAF) are units from the Active, Reserve and National Guard component linked to specific Combatant Commands (CCMD) regions. The concept of to regionally aligning Brigade Combat Teams (BCT) with each global combatant command is a brilliant strategy. RAF reduces the number of future conflicts, strengthen relationships with alliance and agencies, and provide cultural broadening assignment and training opportunities for U.S. soldiers.

These ethical compromises by soldiers or their leaders during the EPS process may seem very miniscule in today’s military especially with the cases of fraud, waste, and abuse that have surfaced over the years. Compromises or discrepancies this minute cannot have a resounding effect within our ranks, or can they? I understand that a person is capable of making mistakes and in no way believe that you can be perfect all of the time. I, as well as most NCO’s that have used the phrase “takes the hard right over the easy wrong” on NCO evaluation reports for qualified soldiers, truly mean it. However, when you take the easy wrong, what is the impact on our force?

Through analyzing the data I inferred that through 2.5 M to 3.3 M the work input increased considerably, but the effort force remained stationary while the ramp was extended thus the reason after why Aspire crew members could not generate enough force to bring the crate up to where it needs to be, forging unsuccessful trials. The maximum force they could exert was 450N, and that was not sufficient enough to lift the crate. After the 3.3M mark the changes in the work input were very subtle. as the ramp extended making it possible for the Aspire crew member to lift the

a. an apparent force used to explain the motion of objects within an inertial frame of reference

I am a registered nurse employed in a hospital in the healthcare industry. Porter’s five forces model begins with the first force being the intensity of rivalry among incumbent firms (Parnell, 2014). Competition in healthcare, particularly hospitals, is limited. Due to the accredidation process, government regulations such as a certificate of need (Certificate of need, n.d.) and licensing of facilities and providers, competition is limited. The Federal Trade Commission (FTC) is looking at ways to increase competition in healthcare such as opening up opportunities for nurse practitioners, increasing the availability of such technologies as telehealth and establish more competitive healthcare pricing. In cities, there is more of a concentration of competitors. The hospital that I work at is the largest between Memphis and Nashville and has the busiest ER in the state of Tennessee. Therefore, the concentration of competition is low for that particular hospital. There are high fixed costs with a hospital such as buildings, overhead, equipment, and salaried personnel. Yet, a hospital does not cut their prices to increase patient census. However, it could be questionable in a low census period as to whether there are additional tests run or hospital admissions that would ordinarily not happen if the census were higher. There is strong growth in the healthcare industry with the industry growing at twice the rate of the national economy (Health Care Industry, 2012).

Coca Cola is the largest company of the non-alcoholic beverages industry, controlling about 40% of the industry, followed by Pepsi with 20% control (Maverick 2015). Both companies are fully international, with a presence in over 200 countries, and are composed of numerous brands. Coca Cola, for example, owns about 500 brands, although the largest part of its profits stems from 21 of these brands. Overall, in 2016, the global non-alcoholic beverages industry was valued at $967.3 billion (Grand View Research 2017). Other key players in the industry include Nestle, Kraft Heinz Company, and the Pepper Snapple Group.